Interviewing Techniques

by Neil I. Clark & Marten Runow

Following are some guidelines which will help in all interviewing situations, regardless of whether the candidates came from U-MAN or not. This information has been compiled from the experience which U-MAN has accumulated over the last 15 years in 23 countries around the world.

The Five Keys to Success

Step 1.

• Prepare for the interview well.
• Read the applicant’s papers thoroughly.
• Write down all the questions you want to ask the applicant during the interview.
• Make a plan for the interview, and stick to it — don’t get off track.

Step 2.

• Leave your initial opinions and ideas about the candidate "in the drawer" when you go to the interview.
• Start the interview with an open mind.

Step 3.

• Don’t put the answers in the candidate’s mouth.
• Avoid saying things like: "In this job, it is very important to be fast and efficient. How would you describe your work routine?"

Step 4.

• Be interested, and observe the candidate.
• Listen to what the candidate has to say and note how he or she reacts to your questions.
• Show your interest by acknowledging the candidates answers — "OK", "Good", "Fine", etc. Show that you understand what the candidate is saying.
• Avoid the interrogatory style of interview.

Step 5.

• If a question pops into your head, ask it. If the candidate appears nervous, for instance, say: "Are you nervous?".
• This will ease the tension, because the candidate will stop wondering if you have noticed how nervous he or she is.
• Doing this will keep you more focused, and the candidates will be more relaxed and more themselves.

How to Start the Interview

Welcome the Candidate

1. Introduce yourself.
2. Ensure a friendly but efficient atmosphere.
3. Begin with some easy social questions like, "Was it easy to find the place?", or "Would you like some tea of coffee?"
4. Remember to take notes during the interview, or directly after the candidate has left. Realise that you will show an honest interest if you actually do take notes when the candidate answers your questions.

Explain Briefely Your Company and the Job

Keep it short — not more than 15 minutes.

Let the candidate ask questions about the work.

Give short and direct answers.

Notice if the candidate’s interest increases.

Is the Candidate Motivated?

How do you find out if the candidate will help your company to move mountains? Is the candidate motivated for this specific job?

Ask the Following Questions:

1. Why are you applying for this job?
2. Now that I have told you about the work involved, are you more, or less, motivated? Why?
3. Have you been interested in this type of work before?
4. What is the most important factor for you to be happy in a job?
5. How much does the salary mean to you?
6. What technical ambitions do you have?
7. What are your career goals?
8. What working conditions do you want in your new job?
9. What personality traits would you prefer your boss not to have?

Be Aware Of:

1. The candidate’s attitude — is it superficial, or does he/she show a clear motivation for the work?
2. Is money the main interest?
3. Does the candidate give a clear indication of being really interested in the job?
4. Does the candidate wish to work under the conditions the job offers?

Is the Candidate Qualified?

Education and Experience

1. Go through the candidate’s professional background, and for each job they have had, ask:–
2. Why did you start working at .....(company)?
3. Why did you stop working at .....(company)?
4. Let the candidate explain a possible "hole" in their career. Steer the conversation. Don’t let the candidate get into a long dissertation.

Pay Attention To:

1. The candidate’s career — is there a distinct line, or is it sporadic?
2. Has the candidate left earlier employment before a replacement was on board, or without making it easier for the person who replaced them?
3. Is the candidate criticising the previous employers?

Practical Knowledge

Investigate whether the candidate has the knowledge that is required for your job. Ask technical questions. If possible, give the candidate a practical test, or ask for examples of previous work.

Be Aware Of:

1. The candidate’s ability to demonstrate competence.
2. Do they use practical examples, or do they try to talk their way out?
3. Did the candidate seem certain when answering questions and giving solutions?
4. Do they give answers that seem to be complicated?

Have They Produced Results?

Important

It is very important to check the candidate’s ability to actually produce results. Is the person able to translate his or her knowledge into definite results of value? To find this out, you need to map the person’s earlier results. This you can easily check with the candidate’s references after the interview has finished.

Questions to Ask:

1. What have you done in earlier jobs that you are proud of?
2. Tell me about projects you were responsible for and how they went.
3. Tell me about the results that were expected of you and how they turned out.
4. How could your results be measured?
5. What did you do to achieve these results?
6. What do you think is the most important attribute necessary to achieving results?
7. How much did you get done (i.e. how many, what was the statistic)?
8. Did you work at a steady pace?
9. How was your productivity and efficiency compared with others?
10. Who did you report to?
11. Can that person confirm the information you have given here?
12. Have you had a job where you did not achieve good enough results? If yes — why?

What Has the Candidate Actually Produced?

1. What has the candidate actually produced?
2. How interested the candidate is when talking about earlier results?
3. Does he or she know how the results were achieved?
4. Is the person capable of pinpointing definite earlier results?
5. Does he or she describe the earlier results in a theoretical, or a practical manner?
6. Can previous results be proven?

What About Personality?

You know how difficult it is to really map the person’s personality. The problem lies in looking behind the candidate’s social "mask". Is their work capacity really that high? Are they really honest and loyal?

It is very hard to really uncover a candidate’s personality without a positive tool. U-MAN has such a tool. It will tell you how the person will handle different situations. It gives you definite answers to questions regarding work capacity, loyalty, honesty, etc. Ask yourself the following questions:-

1. Did the candidate talk in a compulsive way (too much)?
2. Did they interrupt you often?
3. Did he or she quickly understand your questions, and answer them?
4. Was the candidate definite in his or her answers?
5. Were they interested enough to ask questions?
6. Did they talk about "problems", or did they talk about "solutions"?
7. Did the candidate maintain good and natural eye contact?
8. Were they shy?
9. Did they seem nervous?
10. Was their attitude cold or warm?